Mayor & Board of Trustees

Village Board of Trustees Regular Meeting March 20, 2019 7:30 p.m. The Regular Meeting of the Board of Trustees of the Village of Briarcliff Manor, New York was held in the Village of Briarcliff Manor at the William J. Vescio Community Center, at 1 Library Road, Briarcliff Manor, New York on the 20th of March, 2019 commencing at 7:30 p.m. Present Cesare DeRose, Jr. Acting Mayor/Deputy Mayor Kevin Hunt, Trustee Mark L. Wilson, Trustee Bryan Zirman, Trustee Also Present Philip Zegarelli, Village Manager Daniel Pozin, Village Attorney Christine Dennett, Village Clerk David Turiano, Village Engineer Absent Lori A. Sullivan, Mayor Pledge of Allegiance Public Hearing to Amend a Special Use Permit – Briarcliff Congregational Church Village Attorney Pozin stated the Applicant received a favorable recommendation from the Planning Board and also an approval to amend their Site Plan. Mr. Keith Austin, representing the Church, explained the proposal to install an ADA compliant ramp from South State Road. Village Manager Zegarelli stated the Village would handle the curb cut on the South State Road side. Upon motion by Trustee Wilson, seconded by Trustee Zirman, the Board voted unanimously to close the Public Hearing. Upon motion by Trustee Hunt, seconded by Trustee Zirman, the Board voted unanimously to approve the following resolution: 1  RESOLUTION OF THE VILLAGE OF BRIARCLIFF MANOR BOARD OF TRUSTEES AMENDED SPECIAL USE PERMIT BRIARCLIFF CONGREGATIONAL CHURCH WHEREAS, by Resolution adopted July 13, 1995 ("Original Resolution"), the Board of Trustees of the Village of Briarcliff Manor issued a Special Use Permit for operation of a nursery school to the Briarcliff Congregational Church ("Special Use Permit"), and by subsequent resolutions, most recently in 2015, the Board of Trustees renewed the Special Use Permit subject to the same and additional conditions included in the Original Resolution; and WHEREAS, by Resolution adopted in or about 2008, the Board of Trustees clarified the permitted uses under the Special Use Permit included allows operation of a nursery school under either Village Code Section 220-6(J)(10) or Village Code Section 220-6(J)(10A) subject, in either case, to submission to the Village Building Department of documentation evidencing compliance with the applicable Village Code Section; and WHEREAS, on March 12, 2019, the Planning Board granted amended site plan approval for the installation of new ADA compliant pathways with related appurtenances pursuant to plans submitted to the Planning Board (the “Plans”), at which time the Planning Board considered a Short Environmental Assessment Form for such work and the adoption of a resolution approving the amended site plan, and adopted a negative declaration as to same under the New York State Environmental Quality Review Act (“SEQRA”); and WHEREAS, pursuant to a referral made to the Planning Board by the Board of Trustees on March 6, 2019, the Planning Board also authorized that a memo be provided to the Board of Trustees by which the Planning Board recommended the approval of any necessary amendment to the Special Use Permit in order to permit the installation of the new ADA compliant facilities; and NOW THEREFORE, BE IT RESOLVED THAT the Board of Trustees hereby adopts its own negative declaration pursuant to SEQRA with respect to amending the Special Use Permit to provide for the installation and use of the new ADA compliant pathways with related appurtenances as approved by the Planning Board; and BE IT FURTHER RESOLVED THAT, the Board of Trustees hereby approves the amendment of the Special Use Permit to permit the installation and use of the ADA compliant facilities; and 2 BE IT FURTHER RESOLVED THAT except as otherwise provided herein, all other terms and conditions of the Special Use Permit shall remain in full force and effect. Board of Trustees Announcements by Trustee Wilson • Mayor Sullivan sends her regards and our thoughts and prayers are with her. • The Fire Department issued a statement regarding hording and why it’s a bad idea and poses many risks. • The Library has many upcoming events and the Spring/Summer Brochure is available. Visit the website for more information. • The Recreation Spring/Summer Brochure is available. Camp registration begins May 1st. • Summer Employment applications are being accepted. Village Managers Report by Village Manager Zegarelli • Thank you to the outgoing Mayor and two Trustees for their service and devotion to the Village. • The Annual Reorganizational Meeting will be on April 2nd at 7:00pm. • Pocantico River Bridge work will begin in early April. Notifications will be sent out to those affected. • Specifications are being prepared for the Route 9A/Route 100 bridge repair. • Westchester County will be responsible for moving the water line under the CSI wall. • Spring cleanup has begun by the Department of Public Works. • The Department of Environmental Conservation approved the work being done at the organic waste site on Long Hill Road. • There will not be a Work Session next week. Public Comments Mr. Bruce Yeager of 450 Central Drive thanked the outgoing Mayor and Trustees for their selfless service to the Village. He asked for an update on the Temporary Certificate of Occupancy (TCO) for The Club and stated there was pooling water by the former softball field and asked for the Village to take a look. Village Engineer Turiano stated the requirements for TCO’s were detailed in the Village Code and the Village was retaining a consultant to review the list of items. He further stated no requests for TCO’s had been received from The Club to date. Trustee Zirman stated he wanted to see screening be installed as part of the TCO during the upcoming growing season. 3 Mr. Yeager stated deliveries were still being accepted on Lodge Road and there should be consequences. Mrs. Jessica Kane of 100 Lodge Road requested written notice be provided for any future amendments to The Club and requested the Village Code be amended to reflect that. Mrs. Sabrina Kilpatrick of 7 Lodge Road asked where the “No Deliveries” sign would be placed and stated she was concerned that Lodge Road would become a through street and there were several young children in the area. Village Engineer Turiano stated the Lodge Road access was explicitly stated as Emergency Access Only. Trustee Zirman read aloud an email received by Michael Madden of 349 Long Hill Road regarding the Village Clerk. Acceptance of Donations The Board thanked the Friends of the Library and the Wachtel Family for their donations. Upon motion by Trustee Hunt, seconded by Trustee Zirman, the Board voted unanimously to approve the following resolution: BE IT RESOLVED, that the Board of Trustees hereby accepts a donation in the amount of $2,065 from the Friends of the Library for the purposes of purchasing museum passes. Increase Revenue – Gifts (L0108.2705) by $2,065 Increase Expenses – Special Matching Expenses (L7410.206) by $2,065 BE IT RESOLVED, that the Board of Trustees hereby accepts a donation in the amount of $2,000 from the Wachtel Family for the purposes of purchasing a tree to be planted for H. Hayes. Increase Revenue – Gifts (A0101.2705) by $2,000 Increase Expenses – Special Matching Expenses (A8510.420) by $2,000 Adoption of an Amended Policy Against Workplace Sexual Harassment 4 Upon motion by Trustee Wilson, seconded by Trustee Hunt, the Board voted unanimously to approve the following resolution: BE IT RESOLVED that Board of Trustees does hereby adopt the following policy: POLICY AGAINST WORKPLACE SEXUAL HARASSMENT Introduction The Village of Briarcliff Manor is committed to maintaining a workplace that is free from sexual harassment. Sexual harassment is a form of workplace discrimination. The Village has a zero-tolerance policy for any form of sexual harassment. All employees are required to work in a manner that prevents sexual harassment in the workplace. This Policy is one component of the Village’s commitment to a discrimination-free work environment. Sexual harassment is against the law. All employees, applicants for employment, interns, non-employees (as defined below) and other persons conducting business with the Village have a legal right to a workplace that is free from sexual harassment. The Village is equally committed to maintaining a workplace that is free from discrimination and other types of prohibited harassment. For more information, please see the Village of Briarcliff Manor Employee Handbook. Policy This Policy applies to all employees, applicants for employment, interns, non-employees (see definition below), and other persons conducting business with the Village regardless of immigration status, (“covered individuals”) with respect to conduct by other persons. For purposes of this Policy, a “non-employee” is an independent contractor, agent or someone who is (or who is employed by) a contractor, subcontractor, vendor, consultant or anyone providing services in the workplace. Non-employees also include temporary workers, persons providing equipment repair, cleaning services or any other service pursuant to a contract, or other relationship with the Village. All covered individuals must follow and uphold this Policy. Sexual harassment is a form of misconduct and will not be tolerated. Sexual harassment is offensive, a violation of the Village’s Policies, unlawful, and subjects the Village to liability for harm to targets of sexual harassment. Sexual harassers may also be individually subject to liability. 5  Following receipt of a complaint about sexual harassment or of knowledge regarding possible sexual harassment that is occurring or has occurred, the Village will conduct a prompt, thorough and confidential investigation that ensures due process for all parties. Appropriate corrective action subject to any statutory or contractual limitations, will be taken whenever sexual harassment is found to have occurred. What is “Sexual Harassment?” Sexual harassment is a form of sex discrimination and is unlawful pursuant to federal, State and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity and the status of being transgender. Sexual harassment includes unwelcome conduct that is of a sexual nature or that is directed at an individual because of his/her sex, sexual orientation, gender identity or transgender status when: • the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment, even if the complaining individual is not the intended target of the sexual harassment; • the conduct is made either explicitly or implicitly a term or condition of employment; or • submission to or rejection of the conduct is used as the basis for employment decisions affecting an individual’s employment. A sexually harassing hostile work environment includes, but is not limited to, words, signs, jokes, pranks, intimidation or physical violence that are of a sexual nature, or that are directed at an individual because of his/her sex, sexual orientation, gender identity or transgender status. Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements or sexually discriminatory remarks made by someone that are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation or that interfere with his/her job performance. Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. Job benefits may include hiring, promotion, continued employment or any other terms, conditions or privileges of employment. This is also called “quid pro quo” harassment. Any covered individual who believes that he/she is being or has been sexually harassed should report the sexual harassment so that any violation of 6 this Policy can be promptly corrected. Any sexually harassing conduct, even a single incident, can be addressed pursuant to this Policy. Examples of Sexual Harassment The following describes some of the types of acts that are strictly prohibited and that may constitute unlawful sexual harassment: • Physical acts of a sexual nature including: o Touching, pinching, patting, kissing, hugging, grabbing, brushing against another person’s body or poking another person’s body; and o Rape, sexual battery, molestation or attempts to commit these assaults. • Unwanted sexual advances or propositions including: o Requests for sexual favors accompanied by implied or overt threats concerning the target’s job performance evaluation, a promotion or other job benefits or detriments; and o Subtle or obvious pressure for unwelcome sexual activities. • Sexually oriented gestures, noises, remarks, jokes or comments about a person’s sexuality or sexual experience that creates a hostile work environment. • Sex stereotyping which occurs when conduct or personality traits are considered inappropriate simply because they may not conform to other people’s ideas or perceptions about how individuals of a particular sex should act or look. • Sexual or discriminatory displays or publications anywhere in the workplace including: o Displaying pictures, posters, calendars, graffiti, objects, promotional material, reading materials or other materials that are sexually demeaning or pornographic. This includes displays on workplace computers, cell phones or other electronic devices and sharing these displays while in the workplace. • Hostile actions taken against an individual because of his/her sex, sexual orientation, gender identity or transgender status, including: 7  o Interfering with, destroying or damaging a person’s workstation, tools or equipment, or otherwise interfering with the person’s ability to perform the job; o Sabotaging a person’s work; and o Bullying, yelling or name-calling. Who Can be a Target of Sexual Harassment? Sexual harassment can occur between or among any individuals, regardless of their sex or gender. New York Law protects covered individuals from sexual harassment. Sexual harassers can be a superior, a subordinate, a co-worker or anyone in the workplace including another covered individual or any other person, including a visitor. Where Can Sexual Harassment Occur? Unlawful sexual harassment is not limited to the physical workplace itself. It can also occur outside of the workplace while covered individuals are traveling for work or at employer-sponsored events, programs, activities or parties. Calls, texts, emails, and social media usage can constitute unlawful workplace harassment even if they occur away from the workplace premises, on personal devices or outside of work hours. Retaliation is Prohibited Retaliation against anyone who, in good faith, complains, provides information or assists in an investigation of suspected sexual harassment as a witness or otherwise will not be tolerated. No covered individual will be subject to adverse action(s) (e.g., being discharged, disciplined, discriminated against; etc.) because that person, in good faith, reports an incident of sexual harassment, provides information, or otherwise participates in any investigation of a sexual harassment complaint. Appropriate corrective action, subject to any statutory or contractual limitations, including, but not limited to, disciplinary action, termination of employment and/or termination of any contractual or other relationship with the Village will be implemented. Unlawful retaliation can be any action that could discourage a covered individual from coming forward to make or support a sexual harassment claim. Adverse action need not be job-related or occur in the workplace to constitute unlawful retaliation (e.g., threats of physical violence outside of work hours). 8  Retaliation is unlawful pursuant to federal, State and (where applicable) local law. The New York State Human Rights Law protects any individual who has engaged in “protected activity.” Protected activity occurs when a person has, in good faith: • made a complaint of sexual harassment, either internally or with any anti-discrimination agency; • testified or assisted in a proceeding involving sexual harassment pursuant to the Human Rights Law or other anti-discrimination law; • opposed sexual harassment by making a verbal or informal complaint to management, or by simply informing a supervisor or manager of harassment; • reported that another employee has been sexually harassed; or • encouraged a fellow employee to report sexual harassment. Even if the alleged sexual harassment does not rise to the level of a violation of law, the individual is protected from retaliation if he/she had a good faith belief that the practices were unlawful. The retaliation provision is not intended, however, to protect persons making intentionally false charges of sexual harassment. Any covered individual who believes that he/she has been a target of any acts of retaliation in violation of this Policy should immediately report that conduct to their Department Head. If the complaint involves or the individual is hesitant to report to their Department Head, the individual should report the conduct to the Village Manager. If the complaint involves or the individual is hesitant to report to the Village Manager, the individual is encouraged to report the behavior to the Village Clerk. Contact information for these individuals can be found on the Village’s website. Anyone who believes that he/she has been a target of prohibited retaliation may seek legal remedies, as explained below in the section about “Legal Protections.” Reporting Sexual Harassment Preventing sexual harassment is everyone’s responsibility. The Village cannot prevent or remedy sexual harassment unless we know about it. All covered individuals are encouraged to report any behavior that may constitute sexual harassment in violation of this Policy to their Department Head. 9 If the complaint involves or the individual is hesitant to report to their Department Head, the individual should report the conduct to the Village Manager. If the complaint involves or the individual is hesitant to report to the Village Manager, the individual is encouraged to report the behavior to the Village Clerk. Contact information for these individuals can be found on the Village’s website. Anyone who witnesses or becomes aware of a potential instance of sexual harassment should also report this behavior to one of the above individuals. Reports of sexual harassment may be made orally or in writing. A form for submission of a written complaint is attached to this Policy, and all covered individuals are encouraged to use this complaint form. If a covered individual reports sexual harassment on behalf of someone else, he/she should use the written complaint form and note that he/she is submitting the complaint on someone else’s behalf. Anyone who believes that he/she has been a target of sexual harassment may also seek legal remedies as explained below in the section on “Legal Protections.” Supervisory Responsibilities All supervisors and managers who receives a complaint or information about suspected sexual harassment, observes what may be sexually harassing behavior or for any reason becomes aware of or suspects that sexual harassment is occurring or has occurred, is required to report that suspected sexual harassment to the Village Manager, irrespective of whether the affected individual files a complaint. If the complaint or information involves the Village Manager, the supervisor/manager must report the suspected sexual harassment to the Village Clerk. If the complaint or information involves the Village Clerk the supervisor/manager must report the suspected sexual harassment to the Village Manager. Contact information for these individuals can be found on the Village’s website. In addition to potentially being subject to appropriate corrective action, subject to any statutory or contractual limitations, if they engage in sexually harassing conduct or retaliation themselves, supervisors and managers will be subject to appropriate corrective action subject to any statutory or contractual limitations, for failing to report suspected sexual harassment or for otherwise knowingly allowing sexual harassment to continue. Corrective action includes, but it not limited to, disciplinary action or termination of employment. Complaint and Investigation of Sexual Harassment 10  All complaints or information about sexual harassment will be investigated, whether that information was reported in oral or written form. An investigation of any complaint, information or knowledge of suspected sexual harassment will be prompt and thorough, commenced immediately and completed as soon as possible. All persons involved, including complainants, witnesses and alleged harassers will be afforded due process, as outlined below, to protect their rights to a fair and impartial investigation. All covered individuals, including supervisors and managers, may be required to cooperate as needed in an investigation of suspected sexual harassment to the extent permitted by law. Anyone who participates in an investigation will not be retaliated against for that reason. The village will not tolerate retaliation against anyone who files a complaint, supports another’s complaint or participates in an investigation regarding a violation of this Policy. While the process may vary from case to case, the following investigation procedure must be followed when there is any indication that sexual harassment has taken, or is taking, place: • The Village Manager, or designee, will investigate all complaints of sexual harassment, except as otherwise outlined herein. Third parties may be designated to investigate a complaint or assist with any investigation. • Upon receipt of a complaint or report of suspected sexual harassment, the Village Manager, or designee, will conduct an immediate review of the allegations. If the complaint is oral, the Village manager, or designee, will encourage the complainant or informant to complete the written complaint form, a copy of which is attached to this Policy. If he or she refuses, the Village Manager, or designee, will prepare a complaint form based on the oral reporting. • If documents, emails, phone records or other paper or electronic records are relevant to the allegations, the Village will take steps to obtain and preserve them. • The Village Manager, or designee, will request and review all relevant documents, including all electronic communications. • The Village Manager, or designee, will interview all parties involved, including any relevant witnesses. • All records of the investigation will be maintained in a secure and confidential location. 11  • The Village Manager, or designee, will notify the individual who complained and the alleged perpetrator of the outcome of the investigation. • The Village Manager, or designee, will inform the individual who complained of his/her right to file a complaint or charge externally, as outlined below. Corrective Action Any person, including covered individuals of every level who, upon an investigation in accordance with this Policy, is determined to have engaged in impermissible sexual harassment or retaliation in violation of this Policy, will be subject to appropriate corrective action, subject to any statutory or contractual limitations, including, but not limited to, disciplinary action (e.g., suspension or termination of employment. If the sexual harassment involves a non-employee or other individual, then other consequences may be implemented up to and including termination of any contractual or other relationship between the Village and the non-employee or other individual. Confidentiality The confidentiality and privacy of all parties involved in a complaint, report or investigation of suspected sexual harassment or retaliation in accordance with this Policy will be respected to the extent possible while permitting the Village to conduct a thorough investigation of the complaint or report and take appropriate corrective action as necessary. Bad Faith Claims If, after investigating a complaint of sexual harassment, it is determined that a person has made a claim of sexual harassment in bad faith, or intentionally provided false information regarding a claim of sexual harassment or retaliation, legal action and/or appropriate corrective action including, but not limited to, disciplinary action, termination of employment and/or termination of any contractual or other relationship with the Village may be taken against that person, subject to any statutory or contractual limitations. Legal Protections and External Remedies Sexual harassment is not only prohibited by the Village, but it is also prohibited by State, federal and (where applicable) local law. Aside from the internal process at the Village covered individuals may also choose to pursue legal remedies, for example, in court and/or with the below governmental entities. 12 While a private attorney is not required to file a complaint with a governmental agency, you may seek the legal advice of an attorney. New York State Human Rights Law (HRL) The HRL, codified as N.Y. Executive Law, Art. 15, § 290 et seq., applies to employers in New York State with regard to sexual harassment and protects employees, paid and unpaid interns and non-employees regardless of immigration status. A complaint alleging violation of the Human Rights Law may be filed either with the DHR or in New York State Supreme Court. Complaints with the DHR may be filed any time within one year of the harassment. If an individual did not file at the DHR, they can sue directly in State court pursuant to the HRL within three years of the alleged harassment. An individual may not file with the DHR if they have already filed a HRL complaint in State court. Complaining internally to the Village does not extend your time to file with the DHR or in court. The one-year and three-year time periods outlined above are counted from the date of the most recent incident of harassment. You do not need an attorney to file a complaint with the DHR, and there is no cost to file. The DHR will investigate your complaint and determine whether there is probable cause to believe that discrimination has occurred. Probable cause cases are forwarded to a public hearing before an administrative law judge. If sexual harassment is found after a hearing, the DHR has the authority to award relief, which varies but may include requiring an employer to take action to stop the harassment, or redress the damage caused, including paying monetary damages, attorneys’ fees and civil fines. The DHR’s main office contact information is: NYS Division of Human Rights, One Fordham Plaza, Fourth Floor, Bronx, New York 10458, (718) 741- 8400. The contact information for DHR’s Westchester County Office is: 7-11 South Broadway, Suite 314, White Plains, New York 10601, (914) 989-3120, eFax: (914) 989-3122, InfoWhitePlains@dhr.ny.gov, www.dhr.ny.gov. Individuals can contact the DHR at (888) 392-3644 or visit dhr.ny.gov/complaint for more information about filing a complaint. The website has a complaint form that can be downloaded, filled out, notarized and mailed to the DHR. The website also contains contact information for DHR’s regional offices across New York State. Civil Rights Act of 1964 The United States Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 U.S.C. § 2000e et seq.). An individual can file a complaint with the EEOC anytime within 300 days from the harassment. You do not need an attorney to file a complaint with the EEOC and there is no cost to file. The EEOC will investigate the complaint and determine whether there is reasonable cause to believe that discrimination has occurred, at which point the 13 EEOC will issue a Right to Sue letter permitting the individual to file a complaint in federal court. The EEOC does not hold hearings or award relief, but may take other action including pursuing cases in federal court on behalf of complaining parties. Federal courts may award remedies if discrimination is found to have occurred. If an employee believes that he/she has been discriminated against at work, he/she can file a “Charge of Discrimination.” The EEOC has district, area, and field offices where complaints can be filed. Contact the EEOC by calling 1- 800-669-4000 (1-800-669-6820 (TTY)), visiting their website at www.eeoc.gov or via email at info@eeoc.gov. If an individual filed an administrative complaint with the DHR, the DHR will file the complaint with the EEOC to preserve the right to proceed in federal court. Local Protections Many localities enforce laws protecting individuals from sexual harassment and discrimination. An individual should contact the county, city or town in which they live or work to find out if one or more of these laws exist. For example, anyone who lives or works in Westchester County may file complaints of sexual harassment with the Westchester County Human Rights Commission at: 112 East Post Road, 3rd Floor, White Plains, New York 10601, (914) 995-7710. Contact the Police Department If the sexual harassment involves physical touching, coerced physical confinement or coerced sexual acts, the conduct may constitute a crime and affected individuals should contact the police department. Dissemination and Training This Policy will be posted prominently in all work locations to the extent practicable (for example, in a main office, but not an off-site work location). The Village will provide this Policy to all employees and will provide this Policy to new employees upon hire. We trust that everyone will continue to act responsibly to establish a working environment free of sexual harassment. We encourage you at any time to raise any questions you may have about this Policy. SEXUAL HARASSMENT COMPLAINT FORM If you believe that you have been subjected to sexual harassment, you are encouraged to complete this form and submit it to the Village Manager. If your complaint involves or you are hesitant to submit this form to the Village Manager, 14 you should submit the form to their Department Head. If your complaint involves or you are hesitant to submit this form to their Department Head, you should submit this form to the Village Clerk. Contact information for these individuals can be found on the Village’s website. This form can be submitted by hand delivery, mail or email. Retaliation against anyone who, in good faith, files a sexual harassment complaint form is prohibited. If you are more comfortable reporting orally or in another manner, the Village will complete this form, provide you with a copy of it and follow its Policy Against Workplace Sexual Harassment by investigating the claims. For additional resources, visit: ny.gov/programs/combating-sexual- harassment-workplace COMPLAINANT INFORMATION Name:___________________________________________________________ Home Address: ________________________ Work Address:_____________________ Home Phone: __________________________ Work Phone:______________________ JobTitle:_____________________________Email:_______________________ Select Preferred Communication Method: Email Phone In person SUPERVISORY INFORMATION Immediate Supervisor’s Name:______________________________________________ Title:____________________________________________________________ Work Phone: __________________________ Work Address:_____________________ COMPLAINT INFORMATION 1. The complaint of Sexual Harassment is made about: Name:______________________________Title:_________________________ Work Address: ________________________ Work Phone:______________________ Relationship to you: ___ Supervisor ___ Subordinate ___ Co-Worker ___ Other 2. Please describe what happened and how it is affecting you and your work. Please use additional sheets of paper if necessary and attach any relevant documents or evidence. ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ 15 ________________________________________________________________ ___________________________________ 3. Date(s) sexual harassment occurred: ______________________________________________ Is the sexual harassment continuing? ___ Yes ___ No 4. Please list the name and contact information of any witnesses or individuals who may have information related to your complaint: ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ _____________________ The last question is optional, but may help the investigation. 5. Have you previously complained or provided information (oral or written) about related incidents? If yes, when and to whom did you complain or provide information? ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ If you retained legal counsel and would like us to work with them, please provide their contact information. ________________________________________________________________ ________________________________________________________________ I hereby affirm that the information contained in this complaint is true and correct to the best of my knowledge, information and belief. Signature: __________________________ Date: __________________ Scheduling Annual Organizational Meeting & Tentative Budget Public Hearing Upon motion by Trustee Wilson, seconded by Trustee Zirman, the Board voted unanimously to approve the following resolution: A. ANNUAL ORGANIZATIONAL MEETING BE IT RESOLVED, that the Annual Organizational Meeting of the Board of Trustees is hereby scheduled for Tuesday, April 2, 2019 at 7:00 pm. 16 B. 2019-2020 TENTATIVE BUDGET PUBLIC HEARING BE IT RESOLVED, that a Public Hearing for the 2019-2020 Tentative Budget is hereby scheduled for Tuesday, April 2, 2019 at 7:30 pm. Budget Amendment – Insurance Recovery Upon motion by Trustee Hunt, seconded by Trustee Zirman, the Board voted unanimously to approve the following resolution: BE IT RESOLVED that the budget for fiscal year 2018-2019 is hereby amended as follows: INSURANCE RECOVERY Increase Expense A3410.226 Vehicle Repair $1,154.49 Increase Revenue A0101.2680 Insurance Recovery $1,154.49 Fire Department Membership The Board thanked the new member for joining and stated it was nice to see second generation memberships. Upon motion by Trustee Wilson, seconded by Trustee Hunt, the Board voted unanimously to approve the following resolution: BE IT RESOLVED, that the Board of Trustees of the Village of Briarcliff Manor hereby approve the membership of Joshua Horowitz to the Briarcliff Manor Hook and Ladder Company. Minutes Upon motion by Trustee Wilson, seconded by Trustee Zirman, the Board voted unanimously to approve the minutes of March 6, 2019. Adjournment Trustee Zirman read aloud a statement thanking all the Boards, Committees, Fire Department, Historical Society, various civic groups and the Village Staff for all the work they do. He stated it was a pleasure and an honor to have worked with them all and stated the Village was in good hands with the incoming Mayor and Trustees. Trustee Wilson read aloud a statement thanking all the first responders and Village Staff and past and present Board members. He stated he was proud of 17 all the accomplishments the Board had done and wished the incoming Mayor and Trustee the best in the future. Upon motion by Trustee Zirman, seconded by Trustee Wilson, the Board voted unanimously to adjourn the meeting at 8:36pm. Respectfully Submitted By, Christine Dennett Village Clerk 18